If you’ve been scratching your head over low sales and can’t seem to figure out the source, it’s possible you need a better sales team. The AHS Sales Course teaches managers how to hire the best sales people available via a clear cut program. Outlined in the course are the ways in which better sales are achieved through better employees.

One way to hire better sales people is to ask better questions. The typical interview questions sales people are asked don’t always give a manager the most important information. How to hire a salesperson for better sales depends greatly on the sales assessment questions you choose.

Is the sales applicant highly motivated to make a lot of money?

Pre-employment tests provide sales managers with questions that address this need. You want a sales force full of money-seeking professionals. Sales assessment questions should help you determine if that’s a value the applicant has. The better sales the company stands to bring in, the more the salesperson will earn in commissions. Make sure that matters to the applicants you hire.

Would the applicant find creative ways to bend the rules for a sale?

You want employees with integrity and loyalty, but you also want a sales team full of people who see ways around some of the rules. How to hire a salesperson with that kind of creative thinking is important. Use interview questions sales people would have to think outside the box in order to find a solution. There’s a fine line between bending the rules to get a sale and being a dishonest person, so be careful you don’t hire people who would cross it.

Is it worth the cost of having a testing company analyze pre-employment sales test results?

If your budget will allow it, do consider hiring a third party testing company to provide the pre-employment sales tests and then analyze them for you. Your sales managers can learn how to analyze the test results on their own, but it might save you time and bring clearer results to have the professionals do it. Different graphs and charts can clearly reveal the applicant’s potential. You might be surprised what some of the answers really reveal.

What if I your gut instincts tell you an applicant has top-performer potential?

Your company deserves the time and attention it requires to ask each applicant the same questions. Losing the chance at better sales is too much of a risk to just trust your instincts. Find out if the applicant has the right values and personality traits necessary to succeed. It’s your employees who need great gut instincts, so determine if they do.

Want better sales? It’s simple. Hire a better sales team. Top-performing go-getters on a sales team find ways to reach goals in spite of tough economies and low odds. Find the better performers and you’ll achieve better sales.

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There is one thing you can do to get better sales people on your team: improve your outdated sales hiring system to find and ultimately hire better people for the job. Advanced Hiring Systems (AHS) can help you do just that.

AHS offers a comprehensive 4-step sales hiring course that shows you how to hire a salesperson effectively. The next 7 tips draw on the course, and will help you get better sales people for your company.

1. 1.                   Ask the right sales assessment questions during the interview process.

The truth is that most companies ask irrelevant sales assessment questions, which do not shed light on the two applicant characteristics that are most important to you, the employer: values, which help you determine his or her motivators, and personality, which helps you determine his or her persuasion ability.

1. 2.                   Do the sales hiring process differently.

If you do it like everyone else does it, you’ll end up with 4 mediocre sales persons for each 1 good sales person. And when you’re building a sales people team, that rate is a disaster.

1. 3.                   Hire salespeople constantly.

If you go about searching for people to hire only when you need positions filled, there’s a good chance that you won’t reach the best possible candidates. Be on the lookout for good sales person all the time – do this and hiring better sales persons becomes much easier.

1. 4.                   Don’t select applicants based solely on their resumes.

These days salespersons know how to tweak their resumes to make them as appealing as possible for potential employers. The resume alone is not trustworthy enough when seeking to hire better sales people. Focus on assessing values and personality instead.

1. 5.                   Know exactly what people you want to hire.

You won’t be able to screen applicants effectively if you don’t know exactly what applicants you need. Do you want to refresh you aging sales team? Do you want to bring experience to your team? Whatever it is you want, know it.

1. 6.                   Know how to hire a salesperson who will outperform the average member of your sales team.

A top salesperson can generate even 800% more than the average salesperson. That’s crazy, isn’t it? But how to spot those few fantastic salespersons when browsing through applications? Use the right hiring process and the most effective screening techniques. AHS sales hiring course can show you how to do all that.

1. 7.                  Avoid asking common interview questions sales persons know how to answer.

There are common questions that all employers ask: What do you expect from this job? What motivates you? Where do you see yourself in x years after you join this company? Ask stock questions and you’ll get stock answers. AHS sales hiring course will show you which questions are worth asking, as well as how to ask them.

To get better sales people on your team, try to improve the hiring system you use. You’ll notice remarkable improvements in sales, as well as in company reputation. Advanced Hiring Systems sales course is exactly what you need.

It may sound trite to say that money and power are what motivates the best sales people, but it’s true. Money and power is one of the key motivators in what makes a good salesman. There are tests available that you give to candidates for your open sales positions that will determine their individual values. While some may argue that those that do not score as high on money and power on their list of values can be performers as well, it can also indicate that their priorities will not mesh well with yours.

It is during the interview process that you have the opportunity for hiring the right people, and unless you have put in place hiring solutions to only hire the best, that’s what you will end up with…ones that are good but not necessarily the best. After you have established a job description and developed the right questions to ask the candidates, you have to decide on who is going to be conducting the interviews.

Sales managers often believe that since they will be giving the directions and helping the sales team succeed they know what makes a good salesman and should be the ones interviewing them. This argument may hold some water but not all sales manages are good at managing people or know how to hire people. You have to take a good look at your sales manager and determine why they are in that position in the first place. If they were promoted because they were a top sales performer, they may not be in the right position and would be a mistake to have them hire what many would see as competition.

While a job description should provide guidance to your sales force your top performers are the ones that think more independently. It was their independent style and money and power motivation that made them a top performer but those are the same traits that could make them a bad sales manager. Having them conduct the interviews is a mistake as  they may know from their own persona what makes a good salesman very few candidates will be able to meet their expectations.

Managing a sales team requires a different approach than being a top performing salesperson. Being able to relate to clients and influencing the ones who make buying decisions is part of the salesperson’s performance repertoire. They also have to know what will motivate their clients and while your sales manager, who previously had all of those traits, may not see those same traits in potential new hires. They were good at sales but their personality may not teach them how to hire employees.